If I had to do an analysis what are some things I consider when planning to do a job analysis? More details in attachment.
Job Analysis Project
LeoTech is a growing software company that has taken off in the past few years. They started only 5 years ago in a garage in Central Florida and are now up to 65 full-time employees, revenues of $500 million, and an anticipated IPO in the next year. They're growing by leaps and bounds!
The problem: they're growing out of control. The owner, president and CEO, Fritz DeLeon has hired family, friends, and friends of friends whom he trusted, and never really had time to spend on formal job analysis or job descriptions. Now that the company is getting bigger, people are getting confused about who has which responsibilities. He is also starting to hire more people he doesn't know very well, and it can be tough to ensure they understand exactly what is expected of them when they are hired (other than a few sentences he jots down on an employment agreement).
Fritz has contracted with you to do some job analysis and create some job descriptions for LeoTech. Your task is to choose TWO from his priority list of job titles, describe your plan to conduct job analysis for each job title, and provide a job description for each job title. You will find it useful to discuss what type of job analysis you would conduct, what resources (including SMEs) you would include, and what methods you would use to collect information. It may also be useful to compare/contrast your plans for job analysis since you must choose TWO different job titles.
Job Titles @ LeoTech for Job Analysis Project
(numbers in parentheses indicate how many are currently employed at LeoTech):
Customer Support Specialist (10) Customer Support Manager (1)
Program Developer (25) Sales Account Manager (1)
Senior Program Developer (4) Software Quality Analyst (6)
Sales Account Specialist (8)
Expect to take approximately 4-6 pages (double-spaced, 12-point font) to complete this assignment, including your description of the job analysis plans and the job descriptions. Please note that your job descriptions do not need to be double spaced and should follow an outline or bullet format similar to the example on p. 140 of your textbook.
Your work will be graded on content, critical thinking, clarity, creativity, and correctness
Example from book
Developing and maintaining current job descriptions are important activities in human resource management because these documents affect so many other important personnel functions, including staffing, training, and compensation. Some key suggestions for writing job descriptions that include the essential functions and duties of a job are as follows:
· Compose specific duty statements.
1. A precise action verb and its object
2. The frequency of the duties and the expected outcomes
3. The tools, equipment, aids, and processes to be used
· Be logical. If the job is repetitive, describe the tasks as they occur in the work cycle. For varied jobs, list the major tasks first and follow these activities with the less frequent and/or less important tasks (in order).
· Use proper details. Make sure the description covers the meaningful duties of the job.
· Be specific. For example, instead of saying “Lifts heavy packages,” say, “Frequently lifts heavy packages weighing up to 50 pounds.”
· Use the active voice. Start each statement with a functional verb in the present tense (third-person singular)—for instance, compiles, approves, or analyzes. Avoid terms like handles, maintains, and processes.
· Describe, do not prescribe. Say, “Operates electronic imaging machine,” not “Must know how to operate electronic image machine.” (The latter is a job specification, not a job description.)
· Be consistent. Define terms like may, occasionally, and periodically.
· Include a miscellaneous clause. This clause provides flexibility and may be phrased as follows: “Performs other related duties as assigned by supervisory personnel.”
Several other factors should be considered when writing appropriate job descriptions:
· Think about the future. Consider how jobs may change over time, as well as the impact these changes might have on needed skills.
· Have some priorities. To reduce unneeded complexity, avoid discussing too many duties.
· Limit critical characteristics. Specify only five or six characteristics that candidates need to have to work in a job.
· Talk about culture. Describe the company’s culture to let others know what it’s like to work there.
· Focus on continuous improvement. Keep revising the job description to make it better.
Based on these suggestions, consider the following questions:
1. What do you think are the most important characteristics of good job descriptions?
2. What kinds of issues would you consider when writing job descriptions?
KEY COMPETENCIES: Critical Evaluation (Behavioral Competency) and People (Technical Competency)
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